Hello,
Does any have a NP contract with base salary and production bonus after surpassing RVUs?

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I do, and it’s a very complicated contract with a base pay, lower rate for each RVU then an additional higher rate for the bonus over what MGMA sets as the national average of RVUs for NPs-or so I’m told. I’ve worked production contracts twice and will never do it again, in fact, I’m searching for a new job with a set salary. In both places it was great initially then they over hired (physicians) and made a few other changes in both places and my RVUs dropped off to almost nothing. So I’m basically making a little over my base pay which is less than a new grad w/no experience makes. I am currently the only NP in my clinic and they bend over backwards to give all bulk of/easiest patients to the physicians to keep them happy and my schedule is about 1/2 full now. Then they say “hmmm, I don’t know what happened” in spite of my telling them what happened. So, I guess if you have a clinic that doesn’t over-hire and is fair (which is how both jobs started off) it’s a great contract-for about a year, maybe 2. In 2022 I’m making appx 37k less than I made in 2015 if that helps to know what can happen w/production contracts. Both places were notorious for making contract changes and not in the NPs favor. Hope that helps and idk if other NPs have had similar issues or if it’s just the area I’m in…good luck.

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In a weirdly similar similar situation as well…

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I get one big bonus annually and there is a bonus in every paycheck, which is why it’s so hard to explain. They use that MGMA for base pay then anything over that they pay an additional amount then at the end of the fiscal year they pay a third amount which is the large annual bonus. It would be great if they kept my schedule full-the sky would be the limit, but I have to fight to get patients. Most of my ‘new’ patients end up being their old patients, so I can’t bill them as a new patient and I take that financial hit. They did the same thing to me at my last job. I have to laugh though because I finally decided I’ll take all those people-as many as I can get-b/c they turn out to be excellent patients in the end. They prefer to see an NP since “we listen to them.” I used to be careful about not poaching patients and now that’s all I do and I’m fine with it lol. There’s so many of them I figure eventually I’ll probably end up with a lot of patients since they’re coming from all of the physicians. There’s another small ‘quality bonus’ that I get 2/3 portions of but I never get the 3rd since it’s based on one Press Ganey question about the clinic-everyone complains about not getting it & supposedly they’re changing it, but I’m not holding my breath on that. Besides it’s small-but it’s the principle that makes it hard-dangle that carrot but make sure you don’t get it…I honestly don’t believe there is a good solution to these issues since there’s pros and cons to all of them. I’d love to hear how others handle these issues.

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Wow. Thanks for your insight. I have a basic base pay which is pretty low for Pain management, however the productivity bonus is paid out in bulk after a year of hard work. The work load is ridiculous and can be overwhelming sometimes (though I enjoy it). They may be hiring more providers next year and it may reduce my productivity. Unfortunately my contact must remain the same until 2024. Are you paid the bonus yearly or quarterly?

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